Duties and Responsibilities
Duties And Responsibilities(Includes But Is Not Limited To)
Business Partnering:
Engage and partner with business to understand their needs to develop and implement integrated tactical and operational people plans and HR solutions in response to business and people challenges.
Collaborate with internal stakeholders (broader HC team, Marketing, OHS, IT, etc) to develop and implement initiatives aimed at optimising people initiatives
Partner across the HC teams to deliver effective, efficient, integrated, and value-added HC solutions to business in alignment with business needs.
In partnership with the Organisational Effectiveness (OE) CoE, manage organisational design, organisational effectiveness, employee engagement and retention.
Drive the implementation and adoption of various HC practices and processes using various tools such as facilitating sessions to educate employees and line managers on these practices
Promote efforts to measure employee engagement and climate within supported client groups and facilitate action planning to improve employee engagement and overall workplace culture.
Advise, coach and support managers on the wide range of staff leadership activities, ranging from the design, implementation, and leadership of change programmes
Implement development initiatives in partnership with OE, and Learning Enablement (LE) CoE’s, to empower and enable people across business and actively manage development programmes
Partner with LE CoE to identify training and development initiatives to address any learning or development challenges in line with business needs.
Influence key business decisions to ensure the effective management of employees through the fair, efficient and pragmatic application of best practice.
Guide and provide input on business unit restructures, organisational design elements and effectively manage organisational change and transition, in close collaboration with the relevant CoE.
Provide leadership, consultation, and advice to business in the areas of workforce planning, people management, succession planning, on and off-boarding and performance enablement, to align the workforce to the needs of the business.
Support business in the implementation of people practices in line with our key people levers and the operational needs of the business.
Utilise trends and metrics to develop, optimise and implement HC solutions that address key business challenges and drive business objectives.
Keep abreast of industry trends and best practice to optimise service offering, ensure compliance, and mitigate risk
Ensure the confidentiality of people information and data
Implement employee attraction, selection and acquisition policies, practices, and procedures:
Compiling job profiles for new and refined roles and ensure correct grading and benchmarking
Ensure updated profiles are saved on the role library
Ensure that the recruitment process is followed
Partner with the Talent Acquisition team, to ensure delivery on recruitment needs in area of responsibility
Ensure selection for culture and right-fit to role in line with recruitment policy and procedure
Ensure all organisation structures/organograms are up to date
Ensure that every new employee is engaged with; and effectively on-boarded as per the on-boarding process (including stay interviews that are centrally captured to determine trends)
Facilitate conversations with employees and line managers with regards to remuneration principles and practices in the business (in alignment with remuneration philosophy/framework)
Ensure awareness of company guidelines/policies and partner to ensure the use of fair and responsible performance information in the allocation of increases/incentives
Ensure that all roles are benchmarked to allow for equitable market comparison, and business impact
Partner to drive a culture of recognition across area of responsibility.
Partner with managers to ensure participation in the recognition and reward programmes and advise on the fair and consistent application
Act as a trusted advisor for employee relations issues
Advise and assist management on disciplinary issues as per the Code of Conduct and relevant policies and procedures.
Handle all disciplinary matters within portfolio under the oversight of the relevant HR lead and ER CoE
Hearings and/or inquiries are arranged, attended and/or coaching is provided to ensure procedural and substantive fairness. Facilitate progressive discipline
Monitor outcome of hearings to determine trends, and alignment of outcomes to ensure procedural fairness.
Where trends are identified, provide necessary corrective action/advice to management and where relevant initiate upskilling (to be facilitated by Employee Relations (ER) CoE)
Ensure organizational restructures/changes/re-alignments/mutual separations are done in alignment with line with legal and procedural requirements in conjunction with the ER CoE, relevant People Head and senior management team
Arrange Disciplinary enquiries and facilitate the process in ensuring that all required documents are timeously and accurately prepared for Disciplinary enquiries and CCMA referrals.
Partner with ER CoE to prepare for CCMA and related labour matters as and where required
In partnership, with the ER CoE, advise staff and managers on grievance issues as per the policy and procedures in the Code of Conduct and facilitate alignment to the policy.
Ensure that all ER matters (inter alia, disciplinary, non-performance, incapacity outcomes) are documented and saved on the relevant HRiS.
Ensure accurate upkeep of employee records both electronically and in hard copy
Submit correct HCRreports on time
Occupational Health and Injury: Assist managers in the facilitation and application of correct measure in dealing with Occupational health and injury issues, in collaboration with the Health and Safety Committee and the ER CoE. Ensure that the necessary documents and processes are followed to facilitate the Workman’s compensation application process. Ensure that the necessary information i.e., forms, doctor’s reports, acknowledgement letters and proof of costs are kept for each case reported.
Work with OHS to raise employee awareness of risks and to reduce, avoid and protect employees from hazards in the workplace, including occupational illness or disease.
Facilitate effective employee-employer relationships by investigating employee complaints and raising concerns on working conditions and working relationships. Partner when improvements need to be made.
Ensure that employees and management are educated on and kept abreast with all organisational policies
Ensure that you keep abreast of all policies and amendments thereto to ensure proper and efficient advising.
Implement employee remuneration and benefit policies and procedures
Ensure effective employee relations and engagement
Facilitate performance management (enablement) and career development
Ensure performance management and processes are implemented as per the performance management policy and guidelines.
Provide coaching and support to line management in respect of managing employee performance and career development.
Performance review data is compiled, interpreted, and presented to the management team on a bi-annual basis
Performance review data recommendations and action plans are developed, implemented and progress is tracked
Partner with line manager to facilitate a culture of performance by driving that all employees have performance agreements and goal reviews on a bi-annual basis
Ensure succession planning is implemented within portfolio and is in line with the job architecture, employment equity targets and strategic direction of the organisation
Ensure career development plan (IDP), discussions are in line with performance outcomes, capabilities required for role fulfilment and happen frequently.
Contribute to enabling a fun, connected work climate and culture with high employee engagement
Constructively engage with staff and managers on a regular basis with the aim of understanding possible barriers to engagement (employee champion and leader enabler)
Partner to overcome these barriers
Liaise with relevant stakeholders (HC team, Marketing team, etc) with the aim of partnering towards initiatives for specific campaigns to improve culture and climate
Partner in the roll out of the organisational climate and culture survey across the business to ensure high completion rate.
Provide feedback to the business on their results and partner to drive organisational-wide initiatives, as well as within business initiatives/appropriate solutions.
Understand, live and drive organisational business ethics and values across all levels within the organisation
Identify and clarify areas of conflict within the business and drive change iro values and ethics
Facilitate people care by driving the utilisation of our wellness solutions
Ensure that all employees are kept abreast on engagement activities
Drive change and transition management effectively across the area for any change initiatives.
Identify and facilitate effective team development interventions
Advise on and drive effective off-boarding of employees (exits)
Partner with and notify the relevant stakeholders of termination dates and withdrawal of benefits in respect of dismissals, resignations, retirements, disabilities, death, status changes and transfers etc
